How can you evaluate the performance of your Global Talent Acquisition team remotely?

Having weekly check-ins with your team both individually and group, allows challenges, successes and activities to be shared. Using collaboration tools effectively can help close the gap with a remote workforce.

Evaluating the performance of a Global Talent Acquisition team remotely is an ongoing process that involves a combination of quantitative and qualitative measurements. Regular assessments and a commitment to continuous improvement are essential for ensuring the team's success in a remote work environment. Some of the key steps of such process are: 1. Defining clear KPIs 2. Implementing ATS and data analytics systems 3. Regular review and update of JDs 4. Monitoring sourcing channels 5. Feedbacks and surveys 6. Continuous communication and collaboration 7. Performance Reviews and frequent climate check-ins 8. Assessing the productivity of remote workers through defined metrics. 9. Training and Development, 10. Adapting market changes

By hiring remote employees, we reduce recruitment costs and expand the talent pool available. Plus, it’s a popular choice with many job seekers who value the opportunity to work with international companies which leads to international exposure. Multiple assessments are thus needed to provide the various types of information required at different levels. Use various products designed to facilitate and help you gauge skills and behavioural competencies from afar. More than that, they also help assess hard-to-evaluate skills necessary for remote work, like communication.

For me - activity always leads to results, so I'm always looking to see if a Recruiter is interviewing a lot of people. If you have active roles you can move forward and meet with people. Resumes only tell part of the story so it's important to have a lot of meetings and also to immerse yourself in your industry. (not without cause and reason of course and not to waste time). Other than this, we keep metrics on time to hire, cost per hire and we're tracking quality of hire now as well. This is a very important metric which also encourages Recruiters that they are screening well ????♂?

I agree. But there are a number of differences in hires per quarter, time to fill per role, candidate satisfaction score, hiring manager feedback, and diversity and inclusion metrics in different countries. These are due to the size of the country, demographics, the state of economy, level of unemployment, size of the talent pool, level of competition, culture and habit in finding a new job, labor law in each country…. Therefore, those factors listed above should be flexible for each recruiter in each region, role, project

I am always using data analytics and reporting to analyze the performance of my global team. I have managed remote teams for a number of years and going into any one on one with TA professionals, you must be always armed with data to ensure you go through this with the team member, ensure they are aligned to your expectations and goals. If there are gaps, its important to go through these gaps as soon as possible to see how you can help and identifying bottlenecks etc.

In my experience conducting regular/monthly 1 on 1's with the GTA team is very crucial. These reviews can be used to give constructive feedback on performance, identifying gaps if any & improvement areas. It is important to have the KRA/KPIs clearly defined & communicated at the very start. It is important that it should be a 2 way conversation. Highlighting strengths & achievement's as well as gaps or areas of improvement should be clearly discussed.